Search Results for: SENIOR LEVEL HIRING
If you and your investors or board members are considering a search for a CEO of your company or organization it is vital to avoid stumbling blocks that could doom the search before it even begins.
NEWS FROM…..KULPER & COMPANY
Special Edition: Online Higher Education Growth & Impact
Circulation: 6,750 members
TO VIEW with IMAGES http://www.kulpercompany.com/?p=news&news_id=41
February 19, 2014
KULPER & COMPANY….where academia meets corporate innovation
Our firm focuses on completing senior level search assignments for universities and companies. We enthusiastically work at the intersection of universities that create new knowledge through their research efforts and with companies that operate at the forefront of innovation. We are retained search firm; we work exclusively on search assignments for our clients—the hiring organization—to help qualify and attract proven talent who will drive the growth and development of your company or university. We strive to continually improve every element of our service capability and take pride in listening and the responding in creative and highly individualized ways to best serve our clients.
Our phone is ringing and our firstname.lastname@example.org “in box” is very active as our university and corporate clients seek to get a jump on the busy hiring season ahead.
We are running 35% ahead of last year at this same time which bodes very well for the 3rd and 4th quarters of 2013.
We will be glad to talk with you about your senior level hires and offer a complimentary consultation—just send along an email and we will respond promptly to your inquiry. The sooner we can get started the sooner you will have your new colleague on board. We work fast because we know how to successfully execute a search assignment and we have the experienced staff to provide the support you need.
Harvey Kahalas, Ph.D., Dean, Stuart School of Business,
Illinois Institute of Technology, Chicago, IL
PICMET Keynote Speech: August 4, 2011 830AM
Keith D Kulper, President, KULPER & COMPANY, LLC
It is a real pleasure to be with you all this morning; my wife, Denise and I are both honored to be here. Congratulations on the 20th Anniversary of PICMET; Dundar, you and your colleagues have done an exceptional job. PICMET is the key global leader in the field of technology management research and innovation; thank you for asking me to address the group today.
Here is what actually happens in our business. We are not job counselors here at KULPER & COMPANY –we are executive search consultants—but we always try to be helpful to friends in job transition. We advise an intelligent approach to the challenge of job transition, but because of the challenges inherent in this task and lack of experience with job transition issues, particularly for senior level execs, it often becomes a challenging and emotionally draining experience. We are offering the below actual dialogue with a friend in transition to be helpful to anyone currently in transition or facing the prospects of it sometime, soon. We present this to the readers of our Blog purely for informational purposes; no names are mentioned in this dialogue and we make no claims that it is going to work for you.
Today’s blog is meant to help clients who are struggling with the question:
How can we improve our chances that we will be able to attract the right people for our organization when we conduct an executive search?
This is a key question for any hiring executive or search committee to consider before launching a search. Here is the key question to try to answer:
What do we expect the hired candidate to accomplish by when and how will his or her endeavors help to drive the enterprise forward?